SU Conflict Analysis and Conflict Resolution (CADR) Department

Permanent URI for this collectionhttp://hdl.handle.net/11603/101

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    North–South relations and human rights
    (2015) Keethaponcalan, Soosaipillai I
    There are apparent differences between the developed North and the economically weak South. The relations between the North and South are marked by dichotomies and in order to deal with the challenges posed by the South, the North choses control and cooperation. The North uses several instruments including economic assistance to achieve its objectives. One of the new tools that is increasingly taken advantage of is human rights. Although there exists a genuine concern about human rights standards in the South, action on these issues almost always depends on national interest of the states in the North. This paradigm is proved true by the present human rights campaign the United States is undertaking against Sri Lanka in the United Nations Human Rights Council. The US and its Western allies believe that serious human rights violations have been committed during the last phase of the war in Sri Lanka. Promoting accountability and insisting on an international investigation, the US has successfully presented three resolutions on Sri Lanka since 2012. This paper argues that the US action is motivated primarily by its national interest. At the secondary level the US is interested in curtailing what is called the Sri Lanka model of conflict resolution and promoting reconciliation.
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    The effect of training and development on employee attitude as it relates to training and work proficiency
    (2010) Truitt, Debra L.; Goldberg, Rachel; Conflict Analysis and Dispute Resolution
    One of the fundamental issues facing businesses, organizations and institutions today is conflict management. An important aspect of that management is human resource development, which plays a key role in conflict management and diffusion. It is incumbent upon training and development professionals to design, implement and evaluate the effectiveness of their programs in reducing disputes in workplace performance. This study explores the relationships between training experiences and attitudes and attitudes about perceived job proficiency. In a sample of 237 full-time salaried/exempt and hourly/ non-exempt employees from one academic institution and three businesses in the states of Maryland, Delaware and Arizona, we find a direct relationship between one's positive training experiences and attitudes and one's proficiency. In this study, 86.8% of those who had updated training had the most positive attitudes towards training (Gamma = .293, p < .05). Furthermore, 80% of those who had negative training attitudes also had negative views on their proficiency (Gamma = .465, p < .000).